Change Management

One of the prescriptions to avoid causing resistance is to make change something that we do with people, not to people. When we do change to people, it feels forced, and people are more likely to dig in their heels to slow it down or stop it. People are less likely to respond negatively to something they help create instead. [Read more…] about How to Do Change With People, Not To People

Organizations often have subtle ways of preventing the very change people say they want to achieve. If you can discover the forces that are keeping your organization from changing, you can unlock them to enable progress.

How do you find local advocates for your project? This story highlights the qualities to look for in a change agent. Once you’ve identified the change agent qualities that will help implement your specific change, you can watch out for them.

Despite our best efforts to influence change, people often don’t transition as easily as we expect them to. Instead of becoming frustrated, try to understand the reason for their response. There’s probably something you can do to help them through it.

Behavior change initiatives often start and end with training and telling. Unfortunately, when you show people what to do without creating the organizational context to support it, any behavior change that does happen will likely be short-lived.